This one runs as a masterclass: Olga Labutina takes your colleagues through the research and the thinking behind it, with live questions throughout.
Olga Labutina is an Executive & Leadership Coach who works with senior leaders from companies like Amazon, Stripe, Microsoft, LVMH and many more. She specialises in executive presence, strategic communication, and stakeholder management, helping high-performing leaders translate their expertise into influence, credibility, and impact at the most senior levels. Olga holds an MSc in Sociology and Social Psychology, an MBA from SDA Bocconi School of Management, and is an ICF Master Certified Coach (MCC) - a distinction held by fewer than 3% of coaches globally. With over 20 years of corporate and entrepreneurial experience, she brings both deep psychological insight and real-world business credibility to her work. Her approach blends behavioural science with organisational reality, equipping leaders to navigate pressure, politics, and visibility with confidence and authority.
All sessions by Olga →Most leaders were promoted because they had answers. That's exactly what makes coaching hard.
The higher you rise, the more your identity is built around being the expert in the room. Asking questions instead of giving answers can feel like admitting weakness. Sitting with silence instead of filling it can feel like wasting time.
So most leaders default to telling. Even when their teams would perform better if given space to think.
This session is about closing that gap.
Who this is for:
During the expert session, Olga Labutina engages participants through a series of interactive activities and Q&A using Mentimeter, an interactive engagement tool.
Participants leave with a repeatable approach to coaching conversations they can use immediately, and the self-awareness to know what has been getting in the way.
We start with the business case. Coaching leadership is not a soft skill. Organizations with strong coaching cultures report employee engagement above 60%, compared to 48% in those without. Productivity gains from coaching interventions reach up to 88%.
And 71% of people who receive coaching from their leader report a stronger desire to stay with the organization. The numbers are consistent and they are not marginal.
Then we go somewhere most leadership training doesn't. We name the psychology of why leaders avoid coaching behavior. The expert identity. The need to project certainty. The curse of knowledge that makes advice feel obvious to the person giving it and lands as noise on the other end.
The final section is practical implementation: Participants leave with four skills they can use the same week.
Learning to ask before they answer. Replacing the instinct to solve with one question that hands the thinking back. Listening to understand rather than to respond, staying present long enough to hear what is not being said.
Knowing the difference between questions that open thinking and questions that shut it down, with practice rewriting the questions leaders reach for most. And how to close a coaching conversation so the other person owns the next step because they chose it, not because they were told to.
No theory. No frameworks to memorize. Skills that work in one-on-ones, in feedback conversations, and in the everyday moments where leaders either develop their people or don't.
No prior knowledge is assumed. It is built for a general working audience, and people who already know the subject get the research and the practical side rather than an introduction. What the hour itself covers: Most leaders were promoted because they had answers. That's exactly what makes coaching hard.
A masterclass. Olga Labutina takes your colleagues through the subject and the reasoning behind it, and answers live questions. It is practical in what people take away, without the hour turning into an exercise class.
Olga Labutina is one of the experts we auditioned ourselves, and we produce every session so we see how each one lands. Participants rate this session 4.6 out of 5, across 25 responses, and rate Olga personally 4.8 out of 5.
It is interactive, and the block higher up on this page says exactly how for this session. Nobody has to speak up who does not want to: the chat and the polls carry most of it, and the questions can come in anonymously.
It runs 45 min / 15 min: the talk, then live questions. All you do is pick a date. We brief Olga, produce the session, host and moderate it, run the Q&A, and send you the report within an hour of the end.
A team, a department, an employee network or every single employee at once, with no cap and no per-seat price. It runs inside your own Microsoft Teams, Zoom or Google Meet, or on a branded page we build. No integration, no login, no company device or e-mail.
The session is delivered in English. You can add high accuracy live subtitles in 8, 16 or 24 languages, so everyone follows in their own. That is a paid option, priced by the number of languages you need.
No, and that is by design. There is nothing to install, nothing to integrate and no connection to your systems, so there is nothing for IT to validate: we join your own Teams, Zoom or Meet as a guest speaker, or we host a page and your people open a link. No software, no accounts, and no data of yours that we can reach. It is why hundreds of companies, among them some of the largest technology and financial firms in the world, were able to start within a day.
We never receive or hold personal data about your employees. Because the session runs in your own environment, attendance and identity stay with you, and what we report back is aggregated: numbers, ratings and survey answers, not people. That is also why IT approval usually takes minutes rather than weeks.
You keep the recording and can share it internally. You also get attendance over time, participant ratings for the content and the speaker, the survey answers, and the topics your people asked for next.
You can be the most competent person in the room and still lose the budget, the headcount, the promotion.
You spend weeks building rigorous analysis. Leadership thanks you and moves on.
Most organizations can identify their strongest executors. Fewer can identify who among them is ready to think like a strategist.
You're doing the work. Someone else is getting the promotion. If you've been told you're "reliable," "detail-oriented," or that…
"People will forget what you said... but people will never forget how you made them feel," - Maya Angelou This hands-on workshop…
Psychological Safety is a well documented driver of high performance in teams and organisations.
How do successful people, teams, and organisations become even more successful?
- Session available on-site only - Sometimes, the way we approach a problem becomes the problem itself, but we may not be aware…
In a world of uncertainty, we cannot always control all the bad things that happen to us, but we can control the way that we…
At this point, the integration of AI in the workplace seems inevitable as many professionals are using it daily.